Experience:
- Owned end-to-end recruitment (sourcing, screening, interview coordination, offer negotiation, closure) at an early-stage startup or SaaS company
- Hired sales and business roles (SDRs, BDRs, AEs, account managers) at volume, e.g., 5-10+ closures per month or 40+ hires in a year
- Closed technology and/or product hires (software engineers, product managers) and partnered directly with founders or hiring managers to define role requirements
- Proactively sourced candidates via LinkedIn Recruiter, Wellfound, communities, referrals and campus channels, with sourcing-driven hires rather than inbound-only hiring
- Set up or significantly improved a recruitment process from scratch (ATS setup, interview workflows, scorecards, hiring dashboards) and tracked metrics such as time-to-fill and offer-accept rate
Nice-to-Have Experience:
- Worked as the first or sole recruiter at a startup
- Handled HR operations such as onboarding, employee engagement programs and HR documentation
- Run employer branding initiatives such as LinkedIn content, careers page or campus outreach - Hired for sales roles while also having exposure to HR generalist responsibilities
- Participated in rapid team scale-up (e.g., doubling headcount within 12 months)
Domain Knowledge
- Startup hiring
- SaaS sales and business hiring
- Technology and product hiring
- HR operations and onboarding
Education Requirements: Bachelor's degree in any discipline (MBA/PGDM in HR is a plus) or equivalent practical experience
Competencies:
- High ownership and ability to work independently with minimal structure
- Bias for speed and execution in fast-paced hiring environments
- Data-driven decision making in hiring
- Strong persuasion and candidate engagement
- Ability to build processes and culture from zero
- Credibility and communication with founders and leadership
Ideal Background:
A 1-3 years recruiter from an early-stage startup or SaaS company who has run full-cycle hiring across sales, business and tech roles, ideally as a first or sole recruiter. They have sourced proactively, closed offers directly with founders, and built basic hiring workflows and metrics, while also touching onboarding and engagement. They are hungry for the ownership of building a People function from scratch.
